Self-leadership individual and group training for organizations to reduce employees’ anxiety and boost well-being
Why you might consider self-leadership individual and group training for your organisation?
Consider this: Young talents, crucial for organisational growth, face challenges in adapting to new teams and corporate cultures. Procrastination, lack of motivation, and time-famine are pervasive issues, affecting concentration and hindering creative energy. Anxiety, stress, and resistance to change create a landscape where teamwork falters, and individuals feel disconnected.
For leaders, the dilemma goes beyond the individual to encompass effective time and energy management for sustainable performance. Maintaining team well-being and psychological safety, fostering creativity, empowering employees, and retaining young talents become critical concerns.
So, why self-leadership training? Picture a workforce equipped to navigate change seamlessly, overcoming challenges, and thriving collectively. As a result, it will support successful strategy execution and accomplishment of company business targets. The investment in self-leadership training becomes not just a solution but a strategic move—a catalyst for positive change and sustained success in a dynamic business landscape.
Value proposition. What are the challenges the organizations are facing and would need to solve?
There is a lot of insecurity and uncertainty in the air. We just survived Covid with the high cost of mental problems to get into geopolitical conflict. People feel stress and anxiety. The recent development of AI technologies adds to it. Employees' cognitive abilities shrunk, creativity is almost absent together with the joy of living, and some can hardly perform basic functions like sleeping well. Negativity biases flourish boosting negative life and work perceptions. In such uncertain times, it is much easier to procrastinate at work than to be innovative and embrace change.
The self-leadership training through a series of lectures and workshops can change employees' perceptions and behavior patterns to help them feel (physically and mentally) better and manage their work and life with clarity and comfort. The main purpose will be to create a space for employees to grow and perform well. The implementation of this training will function proactively to assist employees in avoiding health issues that may necessitate prolonged and expensive recuperative measures.
Young talents joining the organization amidst change may experience heightened vulnerability and stress. Self-leadership training can help them to adapt faster and secure their retention. Workshops will provide them with skills to maintain work-life balance, mitigate stress and anxiety, and enhance emotional intelligence.
Crafting and delivering a well-designed self-leadership training can impact how employees work, feel, and grow.
Employees’ common challenges that can be improved with self-leadership training:
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Challenges of adaptation to new team and new corporate culture (specifically for young talents)
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Procrastination and lack of motivation
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Feeling time-famine
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Difficulties to concentrate
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A wish to use creative energy but not know how
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Anxiety and stress
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A feeling out of control and unable to fit in everyday performance strategically important tasks
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Resistance to change and difficulties in adapting to ongoing change
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Teamwork in time of change
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Feeling disconnected from others and oneself
For leaders in addition to the aforementioned concerns common challenges would be:
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How to lead both oneself and others to manage time and energy effectively to ensure sustainable performance and motivation;
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How to create and keep team well-being and psychological safety during times of change;
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How to foster creativity among employees;
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How to empower employees;
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How to retain young talents.
My solution and what are its benefits and outcomes
Based on my extensive knowledge and expertise in leadership, teamwork, self-leadership, and well-being topics I offer self-leadership individual and group training for organizations to solve employees’ issues mentioned above.
The training will be especially beneficial in the following situations:
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New employees' onboarding process
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Companies going through change (restructuration, scaling up)
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Helping new leaders to adjust to the new role
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Part of the package of the people whose contract will be discontinued
The examples of topics.
To support employees and leaders in the challenges mentioned above, for example, the following topics might constitute training:
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External context - where are we?
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Inner compass – where do we want to go? Goal setting and vision creation
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How will you get there? Maintaining motivation and time management
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Resilience, recharging your mental energy
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Mindset flexibility
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Leading in times of change
Topics are interconnected but can be standalone.
Training includes the concept and tools behind the Inner Development Goals framework. However, as no tool or framework fits every organization, I will design a unique program for your organization.
Read more about training content
Examples of some frameworks used in training:
Example of a learning program (with topics/modules)
Overcoming Anxiety Habits workshop (two hours session):
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Anxiety. Definition and Symptoms
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Symptoms of anxiety: SMonday, Stresslaxing, Holiday Sickness.
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Difference between anxiety and stress.
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Why it is bad to be anxious - limiting creativity, anxiety habit loop.
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Exercise – mapping anxiety habits and finding beneficial habits to substitute unhealthy ones. The Cognitive Triangle and Should I tool.
Causes of anxiety:
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Multitasking.
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Information overload.
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The tone of the news.
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Addiction to brain stimulation.
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ADT– an attention deficit trait
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Perfectionism and Self-criticism.
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Dysfunctional beliefs.
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Gravity problems.
How to tackle anxiety?
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Control the leash
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Accumulate psychological capital
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Exercise - Define your zones of stability
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A toolkit to cope with anxiety
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Exercise to boost neuroplasticity - Tick-Tock
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How to practice self-compassion?
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Optimal performance zone and FLOW process
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Self-determination theory (SDT)
Pricing & other practicalities
Format for training sessions
The format and content of sessions are always co-designed with customers to address customer needs.
The number of participants for the group session could vary from 3 to 90 people. All workshops’ methods are scalable for a large audience. Sessions could be online or offline, not hybrid to secure a good learning experience. The desired length of session should be no more than two hours as a stand-alone session or as a part of a longer program.
The format of intensive half-day, full day, or two-full-day workshops is also possible.
After each session, participants will get a link with additional materials and exercises that they can do in their free time.
Duration of one session: 2 h
Price per session: 450 € + VAT
The price per program is calculated based on the number of sessions
Training Design Process
The training process encompasses the following steps
1
Initial research on employees' challenges at work and company needs (method – series of qualitative interviews with employees, HR professionals, and company leadership; design and analysis of a survey to understand the employees' well-being; analysis of existing data on employees well-being)
2
Creating a customized training program specifically designed for selected categories of employees
3
Executing the training program as designed. Gathering feedback from participants during the training sessions
4
Follow-up
My strengths as a trainer
I possess extensive knowledge and expertise in leadership, self-leadership, entrepreneurship, intrapreneurship, design thinking, and teamwork.
I am well-versed in modern pedagogical methods and excel at engaging participants both in-person and online during workshops.
I specialize in designing and co-designing tailored training programs, using design thinking methodology to conduct initial user needs research.
My teaching approach emphasizes practical application, providing participants with a toolkit they can use during and after the training.
I am capable of scaling my training to accommodate both small and large groups.
With an academic background, my training is grounded in scientific theories and emphasizes practical outcomes.
As a former project manager at Rosatom and Head of Education in the Aalto Ventures Program, I draw upon my own leadership experience to apply the methodologies and tools I teach. My own leadership experience let me understand the practical limitations of management theory when facing real-world challenges.
I possess a professional expert network in the leadership and self-leadership field that will help me to stay up to date in the recent knowledge, theories, and discoveries in the field.
I am a skilled speaker and trainer, possessing high-level presentation and argumentation abilities.
Identifying learning needs is my superpower. I would start my work by learning what has already been done in the organization in the learning & development domain, learning what are the needs of employees and managers, identifying skill gaps and development opportunities, learning what are the expectations of managers, and what the strategy and big picture objectives require.
